IGUALA | Salary Transparency Audit Platform

Dower introduces IGUALA, a salary transparency assessment tool that combines Artificial Intelligence and legal analysis to identify pay differences between women and men.

Dower launches IGUALA, a salary transparency assessment solution designed to help companies understand their pay structures, identify potential pay inequalities between women and men, and prepare for the requirements of Directive (EU) 2023/970 on pay transparency and equal pay.

The new tool combines technology, data analysis and legal expertise, enabling organisations to obtain a structured assessment of their pay practices in a simple, secure and accessible way.

Directive (EU) 2023/970: What changes for companies?

The European Pay Transparency Directive strengthens employers’ obligations regarding equal pay for women and men, requiring greater transparency and the ability to justify pay differences on the basis of objective, gender-neutral criteria.

The changes envisaged include new pay information requirements, mechanisms for identifying and assessing pay disparities, and strengthened rules on the burden of proof in cases of alleged discrimination.

The deadline for transposing the Directive into Portuguese law expired on 7 June 2026.

In this context, companies face a key challenge: understanding their pay practices and proactively identifying pay differences that may require justification or corrective action.

IGUALA aims to address precisely this need.

IGUALA: How does the salary transparency assessment work?

IGUALA enables companies to analyse their pay structures, identify pay differences between women and men, and obtain relevant information to assess the risks associated with pay inequality.

The process consists of three stages:

1. Pay Structure Assessment

Analysis of the company’s pay data to identify pay differences between women and men, taking into account factors such as department, role, length of service and qualification level, as well as the representation of both genders in leadership positions.

2. Pay Assessment Report

Preparation of a report using Artificial Intelligence, which is subsequently reviewed and validated by Dower’s Employment Law team.

The report identifies the pay differences detected, the groups or roles requiring further analysis, and the main areas of concern for the organisation.

3. Specialist Advisory Meeting

Presentation and interpretation of the results, with legal guidance to support the identification of appropriate measures and the definition of next steps, where warranted.

Pay transparency: the first step is understanding your pay practices

Identifying pay differences does not, in itself, mean that discrimination exists. However, it helps identify situations that warrant further analysis and assess whether the differences identified are based on objective criteria.

In an increasingly demanding regulatory environment, assessing pay structures is an important tool for prevention, risk management and preparation for compliance with legal obligations.

With the launch of IGUALA, Dower offers companies a solution that combines technological innovation with legal expertise, making salary transparency assessments simpler, faster and more accessible.

Discover IGUALA and start your assessment at